U.S. District Judge Dale Fischer mentioned throughout the March 29 digital Zoom listening to on the settlement that she couldn’t cease anybody from submitting appeals, however her intent was to signal the settlement.
“I’m going to sign the consent decree, which will close this case,” Fischer mentioned to a DFEH consultant on the decision, which had sued Activision Blizzard first and requested to delay the settlement approval. “You’ve already filed a motion. Your request is untimely. Talk to the 9th circuit.”
Anyone who labored at Activision Blizzard between Sept. 1, 2016 to current day can submit a declare, particularly about sexual harassment, retaliation or being pregnant discrimination. The EEOC settlement is opt-in solely, so claimants must submit paperwork to be thought-about for aid.
Those who select to change into a part of the EEOC settlement can be waiving their rights to be a part of the California state company’s lawsuit on the precise problems with harassment, retaliation or being pregnant discrimination. If they produce other claims — for example, pay inequity, which isn’t coated by the EEOC’s settlement with Activision Blizzard — these former or present Activision Blizzard staff can nonetheless proceed with the California state suit. Each particular person’s case will rely on their experiences on the firm.
“Our goal is to make Activision Blizzard a model for the industry, and we will continue to focus on eliminating harassment and discrimination from our workplace,” Activision Blizzard CEO Bobby Kotick said in a news release Tuesday. “The court’s approval of this settlement is an important step in ensuring that our employees have mechanisms for recourse if they experienced any form of harassment or retaliation.”
Nicole St. Germain, a spokeswoman for the EEOC, said they are pleased with the judge’s intent to sign the consent decree but deferred further comment until after decree has been signed, citing the EEOC’s policies.
The EEOC, a federal agency, and the DFEH, a state agency, share jurisdiction over workplace sexual harassment cases, and both agencies received anonymous tips in 2018 to investigate Activision Blizzard. The two agencies became embroiled in a disagreement with how much victims should be paid in the settlement, and concerns that a settlement between the EEOC and Activision Blizzard on a federal level could bar the DFEH from pursuing further damages at the state level. Final approval of the September settlement was pushed to March, due to a continuous back-and-forth between the agencies.
“The DFEH will continue to vigorously prosecute its action against Activision in California state court,” DFEH spokesperson Fahizah Alim said in a statement last week. “In recent weeks, DFEH defeated Activision’s request that the Court dismiss DFEH’s case, and DFEH has sought documents and other evidence of sexual harassment, discrimination and retaliation violations over many years by Activision. The Court has set a trial date in February 2023.”
Critics of the EEOC settlement, apart from the DFEH, include a significant number of Activision Blizzard workers and their ally, media labor union Communications Workers of America (CWA). They believe the $18 million sum is insufficient for potentially hundreds or more victims. In a letter addressed to the EEOC on Oct. 6, the CWA called $18 million “woefully inadequate” and said Activision Blizzard employees and the CWA had “grave concerns” over the settlement agreement. The $18 million settlement with the EEOC is the second largest sexual harassment settlement the agency has ever negotiated.
“We certainly believe that there’s more than adequate funds in that $18 million,” Elena Baca, partner at law firm Paul Hastings and legal counsel for Activision Blizzard in the EEOC suit, told The Post. “When you look at other settlements, sometimes people think of ‘Well, everybody who is employed is going to need to be paid.’ But that’s not the case here. … It’s to the extent that there are people who have valid concerns and claims that they want the EEOC to evaluate and to make an assessment.”
Last December, Riot Games announced it was settling a 2018 gender-based discrimination class action suit with California state agencies and current and former female employees for $100 million. That suit has been brought up in as a point of comparison in court filings about the proposed Activision Blizzard-EEOC settlement.
P. Andrew Torrez, who owns a legislation agency and hosts the Opening Arguments podcast, which has covered the Activision Blizzard suit, said last week the judge’s ruling is a victory for Activision Blizzard and could help deflate the lawsuit from the DFEH.
“It’s a clear win for Activision Blizzard the company. They lose a small amount and they are effectively undercutting the state law proceedings where the state agency was far more aggressive,” Torrez said, referring to the DFEH suit. Activision recorded $2.16 billion in revenue in the quarter ending in December and a total of $8.8 billion in 2021.
Baca, legal counsel for Activision, said it was “fair to characterize” the settlement as a win for the company.
“I actually think it’s more of a win for people who have claims,” Baca said. “This idea of waiting for different lawsuits — who knows what will happen with that lawsuit? People could always bring their claims, they will never stop, they could file an arbitration, they can file a lawsuit, they can file whatever they felt was appropriate… This actually brings finality and a process to people that is not available elsewhere.”
In addition to the $18 million to be paid to claimants, Activision Blizzard must also establish harassment and discrimination prevention programs at the company that would be audited by the EEOC. Leftover funds may go to charities for advancing women in gaming or spreading awareness about gender equality issues, the company announced in a news launch to buyers final September. Activision is legally required to deposit the funds into an escrow account inside 30 days.
As part of the agreement with the EEOC and in addition to the $18 million, Activision is required to expand mental health counseling services and will add a new personnel evaluation process where employees can leave feedback about their bosses. An independent, equal employment opportunity expert hired by the company will report to the EEOC. The company must also give mandatory sexual harassment training that is live and interactive.
The agreement would be in effect for three years. If Activision does not comply, the EEOC could seek all forms of relief, including monetary or sanctions in an extreme case.